[Hiring] Talent & Leadership Development Specialist @California FAIR Plan Association

Role Description

The Talent & Leadership Development Specialist is responsible for the design, implementation, and continuous improvement of programs that enhance leadership capability, employee engagement, and organizational effectiveness. This role plays a critical part in advancing organizational health by creating and delivering impactful leadership development tools and resources. This position requires strategic and analytical thought leadership to identify and address talent development needs, leveraging insights into employee sentiment and engagement across the organization. The specialist partners closely with business leaders to design and execute initiatives that foster a high-performance culture and drive long-term talent retention and growth.

Qualifications

• Bachelor’s degree in Organizational Development, Human Resources, or related field preferred.
• Minimum three years of training and development experience.
• Strong organizational skills with a high level of accuracy and timeliness.
• Excellent interpersonal skills including strong verbal and written communication skills, effective team builder, and ease in interacting with all levels of the organization.
• Ability to multitask in a fast-paced environment while meeting critical deadlines.
• Proficient in Microsoft suite of products.

Requirements

• Conduct ongoing leadership development interviews and conversations around the organization.
• Create and update Development Calendar for managers and supervisors.
• Produce and update training materials, including learning sessions and hands-on manager skills workshops.
• Identify gaps in leadership training and provide recommendations to Executives to address organizational gaps.
• Define role levels, skills, behaviors, and example experiences.
• Create and maintain manager and employee guides for development planning and internal mobility.
• Source and manage external facilitators. Set scopes of work, schedule sessions, handle contracts, and manage registrations.
• Design and facilitate monthly learning and leadership touchpoints and quarterly manager roundtables to solve real problems and reinforce skills, reporting key results, gaps, and recommendations to Executives.
• Partner with department leaders on succession planning conversations and high-potential identification.
• Publish and manage leadership roadmap, career paths map and calendar.
• Develop leadership development initiatives and regularly report outcomes to senior leadership.
• Provide coaching or guidance to managers and high-potential employees on personal development plans, leadership growth, and performance challenges.
• Design onboarding paths and learning plans specifically for newly promoted or hired managers.
• Act as an internal ambassador for professional growth, encouraging employees at all levels to take ownership of their development.